2113 - Personal Leave Program (PLP) (Historical View)

** Effective: 8/5/2025 12:36:29 PM - Present **

Status: Active

Change Notes

Effective July 1, 2025, in response to the budget deficit, the Department of Human Resources (CalHR) is implementing the Personal Leave Program 2025 (PLP 2025).

Category

Leave

Audience List

Synopsis

This policy

Introduction

Effective July 1, 2025, in response to the budget deficit, the Department of Human Resources (CalHR) is implementing the Personal Leave Program 2025 (PLP 2025).

The initial Personal Leave Program (PLP) was established July 1, 1992, to achieve savings in employee salary costs during a fiscal crisis. In 2003, 2010, 2012, and 2020 PLP was reinitiated to assist in achieving budget savings to improve the state’s ability to meet its financial obligations.

Statement

Whether or not the program is in effect, departments are required to comply with existing PLP usage requirements. Usage requirements for the PLP may vary by bargaining unit (BU) and the year the program was implemented. The usage requirements for all PLP are outlined in the application section below.

The state has reached an agreement with BU’s 1, 2, 3, 4, 5, 6, 7, 9, 11, 12, 13, 14, 15, 17, 19, 20, and 21 for a PLP 2025 program. In addition, employees excluded from collective bargaining that are tied to the specified BU as outlined in the application section below, and the majority of non-statutory exempt employees are subject to PLP 2025.

The following employees are not subject to PLP 2025:

Application

Departments are responsible for the continued monitoring of all PLP leave credit usage. For this reason, departmental Human Resources offices must develop a mechanism to ensure employees are using the leave in accordance with the Memorandum of Understanding (MOU) provisions and CalHR policy. If the language below conflicts with MOU language the MOU shall control.

PLP 2025

Service Employees International Union (SEIU) – Bargaining Units 1, 3, 4, 11, 14, 15, 17, 20 and 21

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 1, 3, 4, 11, 14, 15, 17, 20 and 21 with a CBID of M01, M03, M14, M17, M21, M99, S01, S03, S04, S11, S14, S15, S17, S20, S21, U01, U04, U15, C01, C04, E48, E58, E59, E67, E68, E77, E78, E79, E97, E98, and E99 shall be subject to PLP through June 30, 2027, in the manner outlined below:

Days Per Academic YearFull-Time Accrual Rate
1763.75
1843.75
1943.75
2044.38
2094.38
2204.38

Part-time, PI, and BU 3 Teachers and Vocational Instructors’ PLP 2025 accruals are in a separate attachment in the Resources section below.

The following provisions will apply:

California Attorneys, Administrative Law Judges, and Hearing Officers in State Employment (CASE) – Bargaining Unit 2

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 2 with a CBID of M02, S02, C02, E48, E58, E59, E67, E68, E77, E78, E79, E97, E98, and E99 shall be subject to PLP through October 31, 2026, in the manner outlined below:

The following provisions will apply:

California Association of Highway Patrolman (CAHP) – Bargaining Unit 5

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 5 with a CBID of M05 and S05 shall be subject to PLP through June 30, 2027, in the manner outlined below:

The following provisions will apply:

California Correctional Peace Officers Associate (CCPOA) - Bargaining Unit 6

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 6 with a CBID of M06, S06, E97, E98, E99, and M01 Career Executive Assignment (CEA) employees tied to BU 6 shall be subject to PLP through June 30, 2027, in the manner outlined below:

The following provisions will apply:

California Statewide Law Enforcement Association (CSLEA) – Bargaining Unit 7

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 7 with a CBID of M07, S07, U07, E48, E58, E59, E67, E68, E77, E78, E79, E97, E98, E99, and M01 CEA employees tied to BU 7, as identified in PD 386, shall be subject to PLP through June 30, 2027, in the manner outlined below:

Class Code7k Schedule

Yearly
Hours

PLP Reduction
897919229201.43%
097317122231.87%
899021227561.51%
897921227561.51%
898921227561.51%

The following provisions will apply:

Professional Engineers in California Government (PECG) - Bargaining Unit 9

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 9 with a CBID of M09, S09, U09, E09, E48, E59, and S10 and M10 employees tied to BU 9, as identified in PD 386, shall be subject to PLP through June 30, 2027, in the manner outlined below:

The following provisions will apply:

International Union of Operating Engineers – Bargaining Units 12 and 13

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 12 and BU 13 with a CBID of M12, S12, S13, U12, E48, and E97 shall be subject to PLP through June 30, 2027, in the manner outlined below:

The following provisions will apply:

American Federation of State, County, and Municipal Engineers (AFSCME) – Bargaining Unit 19

Effective July 1, 2025, represented and employees excluded from collective bargaining tied to BU 19 with a CBID of M19, S19, U19, E48, E97, E98, and E99 shall be subject to PLP through June 30, 2027, in the manner outlined below:

The following provisions will apply:

Historical Personal Leave Program (PLP) Information

Below is a summary of the required usage for each PLP leave type. However, departments should reference the applicable MOU to ensure compliance.

PLP 2020

Service Employees International Union (SEIU), Bargaining Units 1, 3, 4, 11, 14, 15, 17, 20 and 21 – All employees represented by SEIU may use any unused PLP 2020 in the same manner as vacation/annual leave. Employees are not required to use PLP 2020 prior to using any other leave credits and leave credits do not need to be used prior to separation.

Bargaining Unit 2 – Employees should use PLP 2020 prior to any other leave credit with the exception of sick leave, professional development days, and other usage only benefits such as bereavement leave and jury duty. The provisions of PLP 2020 usage are the same as the provisions for PLP 2010, PLP 2012, and Furlough hours as shown in the section below. If the language below conflicts with MOU language the MOU shall control.

Bargaining Unit 5, 6, 7, 8, 9, 10, 12, 13, 16, 18, and 19 – Employees are required to use PLP 2020 prior to any other leave credit with the exception of sick leave, professional development days, and other usage only benefits such as bereavement leave and jury duty. The provisions of PLP 2020 usage are the same as the provisions for PLP 2010, PLP 2012, and Furlough hours as shown in the section below. If the language below conflicts with MOU language the MOU shall control.

Excluded Employees – All employees excluded from bargaining may use any unused PLP 2020 in the same manner as vacation/annual leave. Employees are not required to use PLP 2020 prior to using any other leave credits and leave credits do not need to be used prior to separation.

PLP 2020, 2012, PLP 2010 and Furlough Hours

All employees are required to use PLP 2020, 2012, 2010, and Furlough hours prior to any other leave credit with the exception of sick leave, professional development days, and other usage only benefits such as bereavement leave and jury duty. Employees may use these leaves in lieu of sick leave with supervisory approval.

The order of leave usage is as follows:

In addition, departments must continue to monitor and ensure that all accrued unused PLP 2020 (where applicable), PLP 2012, PLP 2010, and Furlough hours are exhausted prior to voluntary separation, termination, layoff, separation from state service (e.g., retirement), or other personnel actions such as rejection on probation or dismissal. 

Whenever feasible, an employee’s separation date should be extended to ensure PLP 2020 (where applicable), PLP 2012, PLP 2010, and furlough hours are exhausted prior to separation. In instances where an employee’s separation date is not scheduled in advance or at the employer’s discretion, such as layoff or termination, departments must require employees to use all unused PLP 2020 (where applicable), PLP 2012, PLP 2010 and furlough hours prior to separation. Employees must be directed to take time off from work to use these hours without exception and shall not be permitted to refuse to use accrued PLP 2020 (where applicable), PLP 2012, PLP 2010, or furlough hours.

On rare occasions when an employee separates from state service and has accumulated PLP 2020, PLP 2012 and/or PLP 2010 hours which cannot be used prior to separation, these unused hours must be paid at the time of the employee’s separation.

Departments must continue to monitor and ensure that all accrued unused PLP 2020 hours are taken in accordance with the applicable MOU.

Historical information regarding PLP, including the provisions and application of the PLP 2020 program can be found clicking the “View History” link at the bottom of this policy.

PLP 1992 and PLP 2003

There are no restrictions on the use of accumulated PLP 1992 and PLP 2003 leave hours, they shall be treated in the same manner as vacation and annual leave.

Lump-Sum Payments

In rare instances when an employee cannot use their PLP 2025, 2020, 2012, 2010 or furlough hours prior to separation the leave may be cashed out. PLP 2025, 2020, 2012, 2010 and furlough leave credits are not included in the lump sum projection.

Unused PLP 1992 and/or PLP 2003 hours shall be paid at the time of the employee’s separation and are included the lump sum projection.

Authorities

Resources

Forms

Web Pages

Authorized By

Melissa Russell
Chief, Personnel Management Division

Contact Person

Personnel Services Branch
Personnel Program Consultant, , Personnel Services Branch
Phone: 916-909-3702
Fax: 916-327-1886
Email: psb@calhr.ca.gov

Superseded Policies

Not Applicable.